Der Bericht vermittelt einen Überblick über die - in Tarifverträgen
vereinbarte und gesetzlich geregelte - Dauer der Arbeitszeit in der
Europäischen Union und in Norwegen im Jahr 2002 (und 2001), der auf den
Beiträgen der nationalen Zentren des Europäischen Observatoriums für die
Entwicklung der Arbeitsbeziehungen (EIRO) basiert. Zum ersten Mal
berücksichtigen wir auch Daten von drei der Kandidatenländern, die 2004 in
die EU aufgenommen werden: Ungarn, Polen und die Slowakei.
During 2003, Italian trade unions - and especially the Cisl confederation -
have been repeatedly threatened and attacked by terrorist groups (with 43
such attacks, including 12 fire-bombings, recorded between July 2002 and May
2003). The minister of the interior has highlighted the threat to unions in
parliament and in June the three main confederations agreed a united response
to the attacks.
The Chancellor of the Exchequer’s budget statement on 9 April 2003
contained a commitment to introduce measures to ensure that pay systems in
the public services become more responsive to differences in labour market
conditions between the UK’s regions. In particular, the pay review bodies
which determine levels of pay for 40% of the public service workforce would
have a new remit to take into account regional and local factors. To augment
the economic data available to negotiators and pay review bodies, the
government also announced plans to publish regional inflation figures.
Supporting its proposals, the government cited evidence from its 2002 review
of the public sector labour market which showed that wages in the public
sector vary far less than those in the private sector. The review found that
'public-sector workers outside of London are probably better paid than their
private-sector counterparts. But those in London are worse off than
equivalent workers in the private sector' (quoted in the /Financial Times/,
11 April 2003). The review concluded that the problem lay with national pay
bargaining and review body arrangements.
On 13 June 2003, the Norwegian government issued a proposal for new
legislation relating to gender quotas on company boards. The aim is to
achieve a 40% share of female board members in both larger private firms and
public enterprises. The proposed legislation would be made applicable to
private companies only if they fail voluntarily to achieve an acceptable
level of female representation on their boards. The government's proposal
comes against the backdrop of an increasing awareness of the low presence of
women on company boards in Norway. The government sees this as an equal
opportunities issue and argues that the business and industry community is
not doing enough to avail itself of the competences and qualifications of
both women and men.
In June 2003, the Cologne Institute for Business Research (Institut der
deutschen Wirtschaft, IW [1]) published a report which finds that a 40-hour
working week (or longer) is still a reality for 44% of all employees in
eastern Germany. Moreover, only slightly more than one-fifth of all west
German employees have a 35-hour week, while over half work 38 hours a week or
more. The figures - see table 1 below - indicate that the 35-hour week is
less common in Germany than is commonly thought.
New legislation adopted in May 2003 makes important changes to the employment
conditions and status of Luxembourg's 21,000 civil servants. For example,
civil servants will now find it easier to work part time and will have a more
transparent disciplinary procedure. The age limit for starting work in the
civil service has been raised from 40 to 45 years of age, teleworking is now
possible, and equality delegates are to be appointed in all administrative
units.
In late April 2003, the management of the Arcelor steel group and trade
unions at Cockerill Sambre, its subsidiary in Wallonia, Belgium, reached
agreement on the gradual closure of the company's blast furnaces in Liège.
This feature examines the changing objectives and strategies of management,
the unions and the Walloon regional government during the affair, and
outlines Arcelor's latest investment project in Wallonia along with a number
of unresolved problems.
At the annual Conference on the Family held at the end of April 2003, the
French government announced a number of new family policy measures. Notably
it is to introduce in 2004 a new benefit for parents of young children,
replacing a number of existing schemes. The reaction of the social partners
has been mixed.
The issue of company directors’ pay is highly topical in the UK following
regulations in 2002 to introduce a clearer role for shareholders (UK0111101N
[1]). With greater transparency has come controversy over the links between
boardroom pay and corporate performance. In June 2003, the government issued
a consultative document looking at best practice and legislative options
concerning directors’ severance payments, with trade unions calling for a
tougher regulatory framework.
A meeting of the Employment, Social Policy, Health and Consumer Affairs
Council was held in Luxembourg on 2-3 June 2003 under the Greek Presidency.
Ministers debated a range of employment and social policy issues, with
varying degrees of success.
Eurofound’s work on COVID-19 examines the far-reaching socioeconomic implications of the pandemic across Europe as they continue to impact living and working conditions. A key element of the research is the e-survey, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
Eurofound's representativeness studies are designed to allow the European Commission to identify the ‘management and labour’ whom it must consult under article 154 of the Treaty on the Functioning of the European Union (TFEU). This series consists of studies of the representativeness of employer and worker organisations in various sectors.
This series reports on developments in minimum wage rates across the EU, including how they are set and how they have developed over time in nominal and real terms. The series explores where there are statutory minimum wages or collectively agreed minimum wages in the Member States, as well as minimum wage coverage rates by gender.
The European Working Conditions Survey (EWCS) launched in 1990 and is carried out every five years, with the latest edition in 2015. It provides an overview of trends in working conditions and quality of employment for the last 30 years. It covers issues such as employment status, working time duration and organisation, work organisation, learning and training, physical and psychosocial risk factors, health and safety, work–life balance, worker participation, earnings and financial security, work and health, and most recently also the future of work.
The European Restructuring Monitor has reported on the employment impact of large-scale business restructuring since 2002. This series includes its restructuring-related databases (events, support instruments and legislation) as well as case studies and publications.
Eurofound’s Flagship report series 'Challenges and prospects in the EU' comprise research reports that contain the key results of multiannual research activities and incorporate findings from different related research projects. Flagship reports are the major output of each of Eurofound’s strategic areas of intervention and have as their objective to contribute to current policy debates.
Eurofound’s European Company Survey (ECS) maps and analyses company policies and practices which can have an impact on smart, sustainable and inclusive growth, as well as the development of social dialogue in companies. This series consists of outputs from the ECS 2019, the fourth edition of the survey. The survey was first carried out in 2004–2005 as the European Survey on Working Time and Work-Life Balance.
This series reports on and updates latest information on the involvement of national social partners in policymaking. The series analyses the involvement of national social partners in the implementation of policy reforms within the framework of social dialogue practices, including their involvement in elaborating the National Reform Programmes (NRPs).
This series reports on the new forms of employment emerging across Europe that are driven by societal, economic and technological developments and are different from traditional standard or non-standard employment in a number of ways. This series explores what characterises these new employment forms and what implications they have for working conditions and the labour market.
The European Company Survey (ECS) is carried out every four to five years since its inception in 2004–2005, with the latest edition in 2019. The survey is designed to provide information on workplace practices to develop and evaluate socioeconomic policy in the EU. It covers issues around work organisation, working time arrangements and work–life balance, flexibility, workplace innovation, employee involvement, human resource management, social dialogue, and most recently also skills use, skills strategies and digitalisation.
The financial services sector is pertinent for studying the impact of digitalisation, as the main ‘raw material’ of the sector is digitally stored and processed. Process automation in the sector is likely to lead to significant job losses over the next 10 years, as the high street bank presence declines and the online bank presence increasingly accounts for a higher share of overall activity. Such trends have already been identified in bank restructurings captured in Eurofound’s European Restructuring Monitor.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the electricity sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the electricity sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the gas sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations in the gas sector in the EU Member States.
The hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
Given that compliance with lockdown measures is a first line of defence against COVID-19, maintaining trust in institutions is vital to ensure a coordinated, comprehensive and effective response to the pandemic. This report investigates developments in institutional and interpersonal trust across time, with a particular emphasis on the COVID-19 pandemic period and its impact. It examines the link between trust and discontent and investigates the effect of multidimensional inequalities as a driver of distrust.
This paper provides an analytical summary of state of the art academic and policy literature on the impact of climate change and policies to manage transitions to a carbon neutral economy on employment, working conditions, social dialogue and living conditions. It maps the key empirical findings around the impact of climate change and the green transitions on jobs, sectors, regions and countries in Europe, identifying the opportunities and risks that climate change policies bring to European labour markets.
Lockdown measures and the economic shift following the COVID-19 pandemic has resulted in a widening of the gender divide between men and women, putting at risk some of the gender equality gains that had been made in previous years. This report analyses changes in the distribution of paid and unpaid work, along with care and domestic responsibilities, among men and women during the crisis. It also explores the impact of the pandemic on the well-being of women and men.
The report provides an overview of the scale of teleworking before and during the COVID-19 crisis and gives an indication of ‘teleworkability’ across sectors and occupations. Building on previous Eurofound research on remote work, the report investigates the way businesses introduced and supported teleworking during the pandemic, as well as the experience of workers who were working from home during the crisis. The report also looks at developments in regulations related to telework in Member States and provides a review of stakeholders’ positions.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the food and drinks sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the food and drinks sector in the EU Member States.
There have always been workers who have worked at different locations, on site with customers or while on the move. Companies have also developed open-plan workspaces to cut costs and foster cooperation. Cloud computing allows workers to access internal data from anywhere, while digitalisation increases the use of automated decision-making and control based on (big) data. This report addresses the extent to which place of work determines job quality.
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